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The Champion Forum Podcast

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Why Leaders Should Be Followers

Jeff Hancher

Thank you for listening to The Champion Forum Podcast with Jeff Hancher! Leadership is often associated with taking charge, making decisions, and leading from the front. However, outstanding leadership also means knowing when to step back, listen, and follow the lead of others. Following is not a weakness; it’s a strength that builds trust, empowers others, and drives better results. On today’s podcast, we will discuss why following is important, when leaders should follow, and how leaders can become great followers.


“If you want to go fast, go alone. If you want to go far, go together.’ Sometimes, going far means letting others lead the way.” – African Proverb


Why should leaders learn to follow?

Following Builds Trust and Empowers Teams: When leaders show willingness to follow, it creates a culture where everyone’s voice matters.

It Encourages Innovation: Following allows other perspectives to surface, leading to creative solutions.

It Models Humility and Continuous Learning: A leader who is willing to follow demonstrates that they’re open to learning from others, regardless of rank.


Why Leaders Get This Wrong

Fear of Losing Authority: Some leaders worry that following will make them appear weak or indecisive. This fear can prevent them from stepping back when it’s most needed.

Ego and Overconfidence: Leaders who believe they must always have the answers may struggle to trust others to lead. This can stifle team dynamics and innovation.

The Leader Doesn’t Understand Role: Many leaders assume their role is to direct and make decisions. Overemphasizing the decision-making responsibilities of leadership causes managers to miss the collaborative aspect of leadership altogether.

Pressure to Perform: In high-pressure environments, leaders might feel compelled to take control, even when relying on their team’s expertise would be wiser. In many cases, this high pressure even leads to micro-management.

Q: Do you struggle to allow others on your team to lead? Why or why not? Which of the above reasons for struggling to follow resonates the most to you? Have you ever had a leader who struggled in one of these areas? How did it affect your ability to work with them?


When Should Leaders Follow

When Someone Has More Expertise: No single individual could possess all the expertise needed for every challenge your team will face. You should have people on your team with expertise in areas you do not. Allowing experienced team members to take the lead and rely on their advice promotes trust and collaboration.

During Crisis Situations: Getting advice from your team will help you make the best decision. Gathering diverse opinions will help you see all sides of an issue and the possible consequences.

To Encourage Ownership: Consider allowing a low-tenured manager to lead a presentation to gain confidence and experience. Stepping back often empowers others to step up.

When Seeking Fresh Perspectives: You don’t have all the answers! Leaders who seek insights from their teams show that they are humble and able to lead collaboratively.


How Leaders Can Practice Following Effectively

Adopt a Learner’s Mindset: Approach situations with curiosity and a willingness to grow.

Ask Questions, Don’t Dictate: Instead of directing a solution, ask, “What do you think the best course of action is?”

Be Present and Supportive: Actively participate when following, showing that you’re engaged and invested. (Following doesn’t mean that you should appear checked out!)

Know When to Step Back In: Balance following with stepping in to guide if the situation requires leadership. (Do this in a very collaborative way)


Application Activities

  1. Create your own “Brain Trust” to develop new ideas and brainstorm ideas for team concerns. Even a monthly meeting can help you stay connected with the real issues your team faces while empowering them to develop and implement ideas to help the team feel supported and connected.

  2. Find one way to allow a team member to lead this week. Here are some simple ways you can do this:

-       If you have an employee reading a book, learning a new skill, or attending a conference, ask them to share their insights. If you feel they would help the rest of your team, encourage them to schedule a meeting to share their findings and how they can support the team.

-       If an employee is especially efficient, ask them how they plan their work and see if you can implement anything they teach you.

-       Ask questions. Being genuinely curious about your employees, their work, and their goals will help you uncover new information and allow you to encourage them to keep learning.

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